Organizations invest enormously in skill and talent search to ensure that they have the most competent workforce. Besides, to ensure that the personnel is competence, the organization puts in a vast amount of money, time, and resource in selection strategies to attract the most qualified candidate. Employee application assessment is an active role of the human resource department. The human resource department is responsible for determining the skills and number of candidates to recruit for a given vacancy in the organization. Organizations employ different assessment methods to screen candidates, depending on their capability. However, a preferable assessment method should significantly increase productivity and save costs. John (2019) states that some of the preliminary assessment methods used by organizations include employee application, resume, skill test, personality test, background checks, and social media. Determining the way to use a specific method highly depends on the nature of the organization. Some of these methods are used for a different purpose, depending on what the organization wants. In comparing these methods, it is clear that they both differ in some aspects. For example, on the element of the type of vacancy, techniques such as personality tests, skill tests, and employee application would be most appropriate. According to John (2019), the reason behind this is that they focus mainly on the candidate's ability to handle a specific task and expertise.
On the other hand, resume, background checks, and social media are most appropriate when looking for a candidate that generally fits in any position. In this case, the vacancy is mostly the lower-level ones. Assessment methods have two categories, which are external and internal. External selection means that the organization is hiring from outside, while internal choice means the management assesses employees within the organization. Personality tests, skill tests, background checks fall on external selection because the organization needs to recruit new talents. In the case of internal choice, methods such as employee application, resume, and social media can be most appropriate. The methods again differ in the aspect of cost because some of the technique is expensive to use. Background checks, in this case, is the most costly because the Human resource department needs to hire an investigative committee that will have to investigation on the candidate. On the other hand, resume, social media, and employment applications are less costly. Again, on the aspect of time, curriculum vitae, skill tests, and employment applications are less time consuming, unlike conducting background checks, which will require more days.
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Employee application is a method embraced by many organizations because of its effectiveness when it comes to urgency. It involves filling out an application form that can either be manually or done online. The application form contains a question on education background, employment history, and qualification. The applicant is required to fill out the form in the provided manner. Curriculum vitae is a document that the applicant outline their skills, accomplishment, and qualification. Its primarily an applicant's version of their real qualification that makes them potentially fit for a job. Skill test refers to measuring the ability and competence of an applicant to perform a specific task. It focuses on measuring job knowledge before job entry to determine if they can perform the job effectively. The skill test method depends on principles that help meet the requirements; they include reliability, fairness, and flexibility (Terziev, 2019).
Background checks are performed to ensure that the information provided by the applicant complies with the credential given. The management then conducts an investigation is on the background, education, and employment experience. Its primary focus is to verify the information provided, criminal records, and confirming skills and knowledge. Terziev (2019) discuss that social media test is a new strategic move by the human resource that helps in attracting the active and passive candidates. The method involves collecting data from various sources that will create a profile for a single candidate, which is then presented to the assessment panel (Raghavan et al.,2019). Besides, there is the technology that helps, for instance, the algorithm-based technology that finds potential applicants that fit in their job description from the social media. The personality test is another method that organizations are using. It seeks to assess traits that are relevant to job performance. The technique applied determines the emotional stability and conscientiousness of the candidate. The test consists of questions that contain multiple-choice where the candidate answers true or false (Terziev, 2019).
The assessment process refers to gathering and analyzing information that will help in making the critical decision making. The process entails a series of steps that will help in delivering the needed information. The process focuses on building a high-quality workforce by identifying potential candidates who will perform excellently. Besides, establishing the assessment process will help in creating a roadmap that assists in final decision making. However, the process of selecting the best candidate to fit in a position in an organization is the most complex in human resource professionals. Again, this is because it requires a better understanding of the process, which entails legal issues, guidelines, and general knowledge about recruiting and selection. Reliability and validity in the assessment process are significant because it helps in determining the quality and usefulness of the process. It means the consistency of the results. In selecting the best candidate consistency in outcomes for all the tests done on the candidate, the score should be similar. In this case, reliability is critical in eliminating any errors that are prone to occur. Mistakes in this process may happen due to factors associated with environmental factors, psychological factors, and multiple rater's.
According to Li (2019), reliability in the assessment process helps in producing dependable, repeatable, and consistent results for all candidates. Validity refers to the extent to which the assessment method has achieved the intended objective. It helps in identifying if the candidate selected will effectively perform the job. Again, validity assists in indicating the linkage between the test performance and the job qualification. The assessment process, in this case, depends on validity because it helps in deciding on the degree of the pool of talents based on individual test scores. Both reliability and validity are critical factors that contribute to making substantial selection decisions.
The effectiveness of the assessment process can be measured because it is a contributing factor for an organization in determining the best candidate. The process increases objectivity because the organization has established job requirements, and it becomes easier to match the organization's needs. It also helps in narrowing the candidate's pool because information on the vacant position is already available, and only qualified applicants have applied. Screening out of the best candidate becomes quicker and more comfortable. Establishing the process will help in building a future database for other vacancy search opening. The process effectiveness prevents wastage of time in determining when to assess employee because the firm has already established the procedures. The organization experience better decision making through the assessment process.
The legal requirement is a challenge that human resource practitioners have had to encounter now and then. Bernevig-Sava et al. (2019) stated that legal obligation is guidelines that govern the assessment process in the organization. The federal government sets guidelines such as legal requirements to include discrimination against people with disabilities, race, and ethnicity. In the assessment process, the law provides that the assessor should not ask candidates questions that are sensitive and personal. Health checks are also a compliance factor that organizations should embrace. The legal requirement, in this case, provides that the institution should only provide health information of a candidate if the candidate agrees willingly. Legal compliance is a crucial factor that HR professionals should understand how to implement and comply with. Job positions that benefit from personality tests include medical practitioners and police officers to ensure they do not cause harm to the public. Other areas, such as financial advisors and computer analysis, also benefit from the assessment methods.
References
Bernevig-Sava, M. A., Darabont, D. C., Lohan, M., Mihalache, E., &Bejinariu, C. (2019). Selection and verification of personal protective equipment in the context of current legal requirements. Calitatea , 20 (S1), 109.
John, J. (2019). Effective recruitment strategy to improve your hiring process. ZENITH International Journal of Multidisciplinary Research , 9 (3), 352-357.
Li, J., Valente, T. W., Shin, H. S., Weeks, M., Zelenev, A., Moothi, G., & Obidoa, C. (2018). Overlooked threats to respondent-driven sampling estimators: peer recruitment reality, degree measures, and random selection assumption. AIDS and Behavior , 22 (7), 2340-2359.
Raghavan, M., Barocas, S., Kleinberg, J., & Levy, K. (2019). Mitigating Bias in Algorithmic Employment Screening: Evaluating Claims and Practices. arXiv preprint arXiv:1906.09208 .
Terziev, V. (2019). Assessment of the effectiveness of social programming. Proceedings of SOCIOINT .
